Recently, I was reminded what it means to have "knock your socks off service". Over the years, I've had the opportunity to attend a number of Pirates games with
colleagues, clients, and friends. Our seats are behind home plate on the Club level, offering a spectacular view of the city. It's great to watch the game,
sing, "Take Me Out to the Ball Game", and root for the home team. However, what really impresses me is the service, reflected in our Usher Mr. Al
Monti. Al exemplifies what good service is all about...
Maybe nobody asked you yet, but are you ready for virtual? Sure you may have mastered e-mail but are you
truly prepared to manage and be managed in the "virtual work environment"?
Today technology is making it possible for organizations of all sizes to completely
redefine where and how work gets done. The virtual workplace, in which employees operate remotely
from each other and managers, are a reality and will likely become even more common in the future. The
right mix and management of this environment can potentially lead to significant organizational improvements.
However, as with any change in organizational environment, the silver wand could become a virtual headache.
While the case is still being made for the benefits of the virtual workplace, the concept has appealed to a
variety of corporate stakeholders.
By Daniel L. DeMarco, Esquire
Vice President and General Counsel
Increased technology and specialization in the last several years in many professional disciplines has caused many employers
to place restrictions on employees who leave their employment for other opportunities with new employers. This is done through
the use of what are commonly referred to as Covenants Not to Compete, which are written agreements signed by the employee and
employer prior to, or contemporaneously with, the commencement of employment. In the past, employers would normally only require
high-level executives in a company to execute these agreements. However, due to increasing
skill sophistication in the workforce, and
high turnover as a result of a greater demand for skilled workers, employers have been requiring
more senior-level employees to
enter into these agreements as a condition of employment.
A business issue that crosscuts sector and industry boundaries is how to schedule employees efficiently. Whether you
are a manager assigning workers to a road repair crew, assemblers to a manufacturing line,
nurses to a hospital ward, or tellers to a back, managing employees' schedules is critical to a business unit's performance. Today's workforce makes employee scheduling
particularly tricky. Depending on the industry, today's workers are increasingly telecommuting, part-timing, or split-shifting.
Most managers are happy simply to cover their staffing requirements for each shift. While this may be the most fundamental
concern of a line manager, a deeper analysis of this subject can yield more cost-effective scheduling and happier employees.
Picture it…early Monday morning. Bob has just walked into the office, eyes half shut from a full weekend of work. Two months ago, senior management asked Bob to reshape the company's marketing plan. Profits were low, customers were on the decline, and new opportunities were hazy at best. Realizing there was a lot of work ahead, Bob quickly assembled a cross-functional team to critically examine the company's marketing efforts. After two months, the team struggled for solutions, hampered by
barriers larger than the national debt like...
Recently, THE
HILL
GROUP has been fortunate to
retain the talents of four interns with diverse knowledge and
experience, adding value to our in-house capacity as well as
our practice areas.
THE
HILL
GROUP is proud to announce a human resources partnership with Children's Hospital of Pittsburgh. Children's Hospital of Pittsburgh is a premier medical community dedicated to "improving the health and well-being of all children through excellence in patient care, teaching and research". In order to assist in achieving this mission, Children's has commissioned
THE
HILL
GROUP to assess its most critical asset - its people. In order to help Children's improve its attraction and retention of top talent,
THE
HILL
GROUP designed an automated system to assess various measures of employee satisfaction. Ultimately, an enhanced understanding of the perspectives of employees will position Children's to leverage strategies for quality improvement, reflected in patient and family satisfaction and service.
THE
HILL
GROUP is proud to work with such a distinguished client as Children's Hospital of Pittsburgh on this project.
THE
HILL
GROUP is pleased to showcase its current engagement with The Maryland Governor's Workforce Investment Board. The Board is the state's chief policy-making body on workforce development. The Governor appoints its forty members, who represent the business community, the General Assembly, key state agencies, education, organized labor, and community-based organizations. The Governor and Lt. Governor have charged the Board with taking the leadership role in building a world-class workforce that will drive the state's economy. The Board's role involves advocating strategies and overseeing an accountability system related to workforce development. In so doing, the Board aspires to ensure that high school, technical school, college, and training school graduates in Maryland have the education and skill sets employers need now and in the future.
The Governor's Workforce Investment Board of Maryland has partnered with THE
HILL
GROUP to undergo an annual strategic planning process that reviews the achievements and remaining challenges from the previous year and identifies action items for the future. To accomplish this, THE
HILL
GROUP worked closely with the Board staff to develop a survey tool, which was administered to Board members and key stakeholders to determine the critical issues to address during the planning process. THE
HILL
GROUP utilized this information in conjunction with a one-day retreat to develop a Strategic Plan for 2003. Upon completion, the report will deliver an action plan with both long-term and short-term initiatives designed to reflect the Board's commitment to create a world-class workforce in Maryland.
These materials have been prepared for educational and information purposes only. They are not consulting
or legal advice or opinions on any specific matters. Transmission of the information is not intended to create, and receipt does not constitute, a consultant-client
or attorney-client relationship between The Hill Group, Inc. and any recipient of this material. Readers should not act upon this information without seeking professional advice.
